Dive Brief:
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Crystal Kadakia, Founder of Invati Consulting, Author and two-time TEDx speaker; and Lisa M.D. Owens, Founder of Training Design Strategies LLC, instructor for Ohio University’s instructional design graduate program and a member of the GC-ASTD’s Executive Advisory Board; who contribute to the Association for Talent Development blog, challenge organizations to take a different approach when it comes to employee development programs.
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While spending for training is up by 15% across most organizations, employee surveys conducted by Xyleme LMS show that only around 7 percent said that the learning and development courses actually influence their learning, and 44 percent respond unfavorably to these efforts.
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Kadakia and Owens say that, “Most L&D organizations are caught up in the rat race of trying to deliver more and more training to help employees stay up-to-date with their job needs.” Further, they indicate that the problem with this approach is that, “We get one training program deployed only to discover that it’s already out of date because of a new software update or competitive market change.”
Dive Insight:
Kadakia and Owens provide a three-step approach to modernizing the learning and development aspects of any organization. They share, “We in L&D need to rethink our job and take a different approach. We need to stop thinking that we can control all the learning content, create all employee training from scratch, and be the one-source provider for our employees.”
The first step is to stop trying to do it all. The second step is to add value to training with the inclusion of social content sourcing, and immediate learning tools. The third step is to build credibility by measuring the success of learning and development with scorecard products.
